Вопросы по дисциплине:
Практический курс английского языка
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| № | Вопрос | Действия |
|---|---|---|
| 371 | В системе российского образования в сфере туризма существуют некоторые проблемы, которые необходимо решить. Определите, какая проблема не относиться к проблемам российского образования в сфере туризма. | Открыть |
| 372 | На экзамене по английскому языку студент вытянул билет с заданием: «Переведите данное предложение на английский язык: «Чем больше вы работаете, тем легче вам сдавать экзамены». Вспомните правила и исключения, связанные с употреблением прилагательных и наречий в английском языке». Каким будет правильный перевод данного предложения? | Открыть |
| 373 | Ниже дано описание одного из праздников в России: «Festivities include a military parade on the Red Square in Moscow, laying wreaths on the Tomb of the Unknown Soldier, greeting war veterans and open-air concerts. Recently a new glorious action to commemorate those who defended our Motherland in the struggle against fascism has emerged on ordinary people’s initiative: “the Immortal Regiment” marches through the city centre with portraits of their relatives who were killed fighting for their Motherland or participated in the war battles. It looks really impressive. This remarkable event ends in a magnificent salute and fireworks in all hero-towns». О каком празднике идет речь? | Открыть |
| 374 | Her English is very poor. She... study very hard | Открыть |
| 375 | Read the text It makes sense to interview no more than six candidates because of the cost and time involved. After the short-listing process of reviewing CVs or application forms against the job description and person specifications, preparation for the interviews can be started. The aim of the interview is to collect information about the suitability of the candidate for a particular post, not to find out if the candidate is likeable. Individual interviews can be useful, but panel interviews can help protect against individual bias, though they are more expensive. Too many people on the panel can be intimidating: three seems to be a good number, with one chairperson. The interviewers should review the job description, person specification and applications, and be familiar with the requirements of the job. They should make notes of the key areas and discuss these with their colleagues. It should be clear before the interviews start who will ask which questions, because a free-for-all can be confusing for the candidate. The interview should have a clear structure and this should be explained to the candidate at the very start. The chairperson should link between the phases of the interview and between the panelists. This is especially true for telephone interviews. There are five phases to the interview. An introduction to the interviewers helps to settle the candidate. Then the structure of the interview should be explained. The main phase is the questioning of the candidate to obtain the information necessary to make a good decision. Questions should focus on the past, not the future and the panel should avoid hypothetical questions. General questions should lead to more focused questions which are looking for evidence of what the candidate did in certain situations. You will use the CV or application form as the basis for this stage. You are looking for concrete answers which highlight learning experiences and achievements. You should also explore the candidate's background, expertise, knowledge and skills as well as what they think of as their strengths and weaknesses. You are also checking to see if there are any inconsistencies between what the application and the candidate says. After this, the longest phase, the candidate should be invited to ask any questions they have about the job, the company, or anything else they might want clarified. Remember that the interview is not just about whether you feel the candidate is right for the job: it is also the time for the candidate to decide if the job and the company are suitable for them, and the opportunity for the candidate to question you is essential for them to be able to make this decision. At the conclusion of the interview the chairperson should make it clear when the candidate will hear the results of the interview. An interview should be relaxed and friendly, but the interviewers should remain in control and be able to draw out nervous or shy candidates and to manage over-confident ones. Making a recruitment error can be very expensive and difficult to correct and interviewing should be seen as a moment of truth in the selection process. Choose the only correct answer According to the text the candidate can ask questions | Открыть |
| 376 | .If you park your car in the right place you... receive a ticket. | Открыть |
| 377 | Many employees experience tension or worry at work as a result of overwork, problems with managers, etc. What do we call this? | Открыть |
| 378 | A lot of office equipment (for example, chairs, keyboards, etc) is designed to be more comfortable to use and so helps to prevent repetitive strain injuries. What is the adjective we use to describe objects like this? | Открыть |
| 379 | In some places of work, employees are often ill because of problems in the building itself (for example, blocked air-conditioning ducts, poor lighting, poor ventilation, etc). What is the name of this problem? | Открыть |
| 380 | Before a company has to do a dangerous job, it needs to consider how dangerous the job is, and what precautions it can take. What is this called? | Открыть |